MAY MYAT NOE SERVICES

CO., LTD

ORIENTATION

PREPARED BY : YIN YIN NAING

Quality Policy
►Consistently meet and satisfy our customer’s requirements and
expectations,
►Continually improve our business operations’ effectiveness, and
►Complying with the requirements and continually improve the
effectiveness of our quality management system.

Quality Objective
►To enhance customer satisfaction by providing consistent quality
services to all our customers,
►To achieve higher efficiency and effectiveness in our business
operations, and
►To maintain a good discipline and a loyal workforce.

2
 COMPANY RULE AND
REGULATIONS
 DISCIPLINARY PROCEDURES
MINOR SERIOUS
MISCONDUCT MISCONDUCT

VERBAL WARNING – To be documented

1st WRITTEN WARNING – Valid for one year DI – Suspension

required case
2nd WRITTEN WARNING – Valid for one year to case.

FINAL WARNING
(DI) DISMISSAL
  Minor Misconduct

» Smoking within the

premises of the company
» Lateness
(It becomes Major
Absenteeism Misconduct if at prohibited
areas.)

» Leaving the workplace

» Removal or for a short while
defacement of
» Failure to wear without permission or
notion, circulars or uniform at work sufficient cause
documents
  Major Misconduct

insubordination or
disobedience
» Participation in illegal strike or
abetting, inciting, instigating or
acting in further once there of.
» Theft, fraud or
dishonesty in connection
with the business or
Wilful slowing property entrusted to the
down in company or of another
performance of employee within the
work
premise of the company.
  Major Misconduct

» Being on the company’s premise while under the influence of intoxicating drinks
or dangerous drugs.

» Habitual late attendance

  Major Misconduct

» Falsifying or destroying » Violence,

company records. » Engaging in any business abusing,
Abusing of Information or trade within the premise assaulting, or
Technology System(IT) of the company (e.g. selling threatening to
utensils, insurance etc.) assault or to
injure or harm
other employees
or supervisors
within the
company
  Major Misconduct

» Sleeping on duty
» Wilful damage to work in progress
or to any property of the company.

» Driving company vehicles without authorization or using them

otherwise for authorized purpose.
 COMPANY RULES AND
REGULATIONS
 Wages
» MONTHLY PAY
* Minimum basic - RM 1,500.00
* Overtime - RM 1,500.00 / 26 /8 x 1.5 x O.T. Hours
* Sunday - Basic x 2
* Public holiday - Basic x 3
 COMPANY RULES AND
 Benefits REGULATIONS
» Annual Leave
* 1st & 2nd year = 8 Days
* >2 years < 5 years = 12 Days
* > 5 years = 16 Days
» Medical Leave
* 1st & 2nd year = 14 Days
* >2 years < 5 years = 18 Days
* > 5 years = 22 Day
» Compassionate Leave (1 Year Service)
* Marriage = 5 Days
* Paternity = 1 Day
» Death
* Father/Mother/Husband/wife = 5 Days
* Sibling/ Own Children/Grandparents = 3 Days
»Public Holidays = 12 Days
 COMPANY RULES AND
REGULATIONS
 WAGES, PROBATION PERIOD &
RESIGNATION NOTICE
 Wages
 Provide employee a pay record
 Wages are paid in a timely manner in accordance with
the local law.
* Payment = 7th of every month
* Payment method = through banking system
 COMPANY RULES AND
REGULATIONS
 Probation Period
* 6 month from the date
commencement of duty.

Resignation / Termination
* As per stated in your contract.
 COMPANY RULE AND
REGULATIONS
 WORKING HOURS
» All employees are not required to work more
than the legally mandated work hours and
overtime hours.
» Employees will be fully compensated according
to local law if overtime work is required.
 HOURS OF WORK
 MONDAY - FRIDAY
 Normal Working Hours (48 HRS/WEEK)
 8.00 am - 6.00 pm

 Break Hours (Lunch)

 12.30 pm – 1.30 pm

 Break Hours (Lunch)

 01.00 pm – 02.00 pm
 HOURS OF WORK
 Break Hours (OT Break)
 6.00 pm - 6.30 pm

 OVERTIME HOURS (MAX 12 HRS / WEEK)

 6.30 pm - 8.30 pm (2 hours)

SATURDAY
Off Day
SUNDAY
Rest Day
 FORCED LABOR
 USG shall not use any forced labor, prison labor,
indentured labor or bonded labor.
 All employees are working voluntarily.
 No forced overtime.
 Employees are free to leave after normal working
hours.
 Freedom of movement.
 No deduction to repay bonds / recruitment fees
 CHILD LABOR
 To verify age of employees before employment. Must be 18
years and above.
 Must have proof of age document in personnel files
(identification card/birth certificate, etc.)
 No one under the age of 18 years is allowed to enter the
factory premise expect for reasons as stated in our policy.
 ABUSE AND
HARASSMENT
 Any form of physical, sexual, psychological
or verbal harassment or abuse will not be
tolerated.
 Person reporting such incidents will be
treated confidentially and the problem will
be investigated and appropriate action will
be taken as per our disciplinary procedure.
 ABUSE AND
HARASSMENT
 How to identify harassment
 Any unwelcome behaviour that degrades,
humiliates, or embarrasses a person.
 Sexual harassment
 Form of sexual harassment

Verbal harassment
e.g. offensive / suggestive remarks,
comments, jokes, sounds,
questioning, etc
SEXUAL HARASSMENT
 SITUATION UNDER SUCH EMPLOYMENT-
RELATED SEXUAL HARASSMENT MAY TAKE
PLACE INCLUDES, BUT NOT LIMITED TO:
 At work-related social functions.
 In the course of work assignments outside the workplace.
 At work-related conferences of training sessions.
 During work-related travel.
 Over the phone.
 Through electronic media.
 GRIEVANCE CHART

Received Grievance
RECEIVED GRIEVANCE Through
FROM WORKER *Written/Verbal
*Suggestion box
*Email
* SMS

Investigate the grievance

INVESTIGATE
* Check through the
complaint
* talk to other employees,
H.O.D. and Hostel Leader.

INVESTIGATION Share the findings of the

FINDING/GIVE grievance with Senior
RECOMMENDATION TO Admin & HR Manager.
SENIOR ADMIN & HR
MANAGER

Calibrate the findings and

INFORMED RESPECTIVE
disseminate the action plan
HOD
to HOD.

Share findings and the

SENIOR OPERATION recommendation of the
MANAGER & PRODUCTION grievance with Senior
MANAGER Production Manager &
Production Manager.

INFORMED
WORKERS/COMPLAINT
GIVEN THRU: Management decision posted
on notice board. (Case to case)
1) ONE TO ONE

2) NOTICE BOARD

3) ANNOUCEMENT

If there is any unsatisfied

FOLLOW UP from workers
SEXUAL HARASSMENT
 PERSON TO CONTACT

i) General Manager
ii)SR. Admin & HR Manager
iii)Immediate Superior / Supervisor
 NON-DISCRIMINATION
 Provide opportunity to all without any discrimination.
 Recruit, train, hire, promotion, compensation,
benefits, transfers, layoffs, company sponsored
training, education tuition assistance, social and
recreational programs will be administered without
regard to race, color, religion, creed, sex or national
origin.
 NON-DISCRIMINATION
 Prohibit pregnancy testing as condition of
employment or continued employment.
 FREEDOM OF
ASSOCIATION
 It is the right of the employees to exercise their
lawful right of free association, including joining
and not joining any associations.
ANTI-SMUGGLING AND INSERTION OF
ILLEGAL OR UNAUTHORIZED
MATERIAL POLICY
 Comply with customs law and regulations.
 Strict inspection will be conducted by the security guards
toward all incoming and outgoing goods.
 Any employee caught for the above will be handed over to
the relevant authority.
 DRUG INTERDICTION
 COMPANY does not condone any act consuming, trafficking,
illegal shipment or any act that is prohibited by the Dangerous
Drug Act 1952.
 Employee should notify their superior and the office of
Human Resource of any conviction of drug in the workplace.
 DRUG INTERDICTION
 Any employee found in violation of this provision
shall be handed over to the relevant authority.
 DRUG INTERDICTION
 Ways in which drugs can cause
problems in the workplace.

 Intoxication on the job affecting productivity, and

causing accidents. Medical / psychological
morbidity caused by
 After effects of substance use (hangover, withdrawal) chronic substance use
affecting job performance. causing absenteeism,
illness, reduced
 Pre occupation with obtaining and using substances productivity & accidents.
while at work interfacing with attention and
concentration.
DRUG INTERDICTION
 Illegal activities in the workplace including
selling illicit drugs to other employees.
 CLOCK IN & CLOCK OUT

 Working hour is from 8.00 a.m. to 6.00 p.m.

 Employees are not allowed to scan in before 7.45 a.m.
 The 15 minutes between 7.45 a.m. and 8.00 a.m. is not
compensable.
 Employees must scan in and scan out whenever required to
go out of factory premises.
 SECURITY GUIDELINE
FACILITY ACCESS

All employees, All non-employees, vendors

vendors & All persons must or drivers must sign in
deliveries must be have visible with their identification
stopped at front identification verified. This log must be
gate to verify badges all time. maintained for six (6)
identity. months.
SECURITY GUIDELINE
 SECURITY PERSONNEL
 Security patrols / or CCTV must be utilized to monitor the activity
inside & outside the facility.
 SECURITY PROCEDURE
ALARM SYSTEM

If the burglary alarm

Guard on duty to check rings, the security Alarm system will be
and ensure that all doors guards will linked to the designated
are locked once all immediately check for personnel's hand phone.
employees have left the any break-in and will So went the alarm go off
factory. contact the then the designated
authorized personnel. personnel will be
informed.
 Insurance & Hostel Deduction.

A) Insurance for foreign workers :-

1.  Foreign Workers Compensation Scheme (FWCS)

      - Paid by company
2.  Foreign Worker Hospitalization and Surgical Scheme (SKHPPA)
     -Paid by worker RM120.00 Per year
     -Deduct RM10.00 per month from salary
B) Hostel deduction
     - Deduct RM50.00 per month from salary
 The Employer paid USD550.00 for the
following:-

4) Visa.
1) Agency Fee.

2) Air Ticket.

3) Medical charges.
5) Levy.
THANK YOU
PRESENTED BY: